Dilemma also shows lack of system of training employees in ensuring effective career progression path. A mechanism/matrix to help employees exceed performance expectations and address overall employee related strategic challenges like this one would support both the employees & the organization to go beyond minimum work performance related standards.
The underlying solution to the dilemma at Infocom Ltd. is absence of a process for preparing its employees towards changing capability and capacity needs that will ensure smooth transition in case of need to help it in minimizing the impact in such a period. This is exactly the scenario that Arun as senior project manager at the insurance healthcare and life science division at Infocom Division is facing.
Meenal Singh, who was heading the project as well as both the profitable divisions i.e. Application Support and Production Support, had applied for transfer to Pune as she was getting married. Meenal also demonstrated good team management skills by keeping her team members engaged & motivated in work like taking them out for parties. Her replacement Mohan though technically competent was an introvert and hence not considered as suitable replacement.
Other possible replacements for Meenal, Abhishek Singh though equally competent, lacked strong communication skills that is essential when managing a team in a project management environment. Other incumbents like Karan, Mukund & Jathin lacked maturity & leadership skills for managing such critical projects. There were other possible candidates namely Shilpa & Remy, however they were in induction phase.
All these dilemmas also show the need for identifying leadership competencies within the team and necessary training. This is currently lacking right now resulting into this dilemma. If this were in place, perhaps the scenario would not have been that dim as currently faced by Arun and in his meeting with Pradeep Shetty, global division manager that threw up more questions than answers.
This dilemma also shows lack of system of training employees in ensuring effective career progression path. A mechanism/matrix to help employees exceed performance expectations and address overall employee related strategic challenges like this one would support both the employees & the organization to go beyond minimum work performance related standards.
It is also to be noted that to add to the dilemma was the Project Client's demand to appoint Shweta, a new recruit as a single-point offshore contact. The reasoning behind their demand was to have someone with longer commitment to Production Support. Although Shweta was subject to a rigorous training programme w.r.t. future, she was found to be frequently absent from work due to health issues. Hence there is no question of Shweta being a right choice in the present scenario due to frequent absenteeism from work that will result in loss of productivity, problems for other employees & considering the criticality of project work nature.
There are chances that Arun may revert to taking unethical decisions due to complex nature of the dilemma that he is facing with so many parties involved, due to not understanding the complexity of the issues and also due to external factors like client pressure and meeting their expectations like client request for appointing Shweta, lack of new projects from their main client Northwestern Mutal.
Arun can be prevented by doing so in case of this dilemma is by first recognising if the request is unethical. If found so, he can buy time to do some research on it, speak to his company's HR or legal department for expert advice on determining the best course of action. Poor decision making in this case here can have a negative impact here in terms of resignations of employees that can affect the project as well.